| Abstract [eng] |
This paper examines the importance of employee resilience to empowering leadership, leader – member exchange, professional self-efficacy and proactive behavior, and the links between resilience and burnout and work engagement. Often employee resilience is associated with leadership style, in this case empowering leadership and leader – member exchange. The association of individual factors such as professional self-efficacy and proactive behavior with employee resilience has also been observed. It has been observed that these factors have a positive effect on the resilience of workers, i.e. to increase it. However, it is also important to assess the consequences of these factors, such as burnout and work engagement. The aim of this study was to assess the relationship between employee psychological resilience and empowering leadership, leader – member exchange, employee self-efficacy and proactive behavior, and their relationship to burnout and engagement. The study used scales such as Leader Empowering Behaviors, Leader-Member Exchange 7-item questionnaire, for self-efficacy OCCSEFF, Proactive Personality Scale, Employee Resilience Scale, Copenhagen Burnout Inventory, Ultra-short Utrecht Work Engagement Scale. The study included 201 people that works. Pearson correlation, Student's t test, linear regression model, and mediation calculations were used for data analysis. It turned out that empowering leadership, leader – member exchange, professional self-efficacy has a positive effect on employee resilience. Thus, the results also shows a significant relationship of resilience to burnout and engagement at work. The results of analyzing resilience as mediator to empowering leadership, leader – member exchange, professional self-efficacy and proactive behavior and its links with burnout and work engagement showed, that resilience is a mediator to empowering leadership, professional self-efficacy and proactive behavior and its links with burnout and work engagement. The results also showed that resilience is not a mediator to leader – member exchange and its links to burnout, and that resilience is a partial mediator to leader – member exchange and its links to work engagement. |
